Corporate Social Responsibility Report 2017 - Sodexo Sweden

Corporate Social Responsibility Report

2017

Sodexo Sweden

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“We are part of creating a better future for everyone”

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uring the summer of 2017 Michel Landel, CEO Sodexo Group, presented our updated plan when it comes to how Sodexo shall contribute and handle the challenges that UN is facing.

Better Tomorrow 2025 has been established according to UN´s 17 sustainability goals and includes 9 concrete and measurable commitments. These commitments are connected to our role as an employer, as a service provider both locally and globally, and as a corporate citizen in the communities where we operate.

Our ambition is to make every day a better day for our customers and employees and contribute to them receiving a better quality of life. In a world which is facing a lot of changes with many challenges connected to climate and environment, population, migration, economic instability and hunger, taking social responsibility is important.

We have over 427, 000 employees serving 100 million people every day. This means that we have a unique possibility to impact these global challenges in a positive way. Our size and geographical coverage makes it possible for us to make a significant diffe-

SODEXO CSR REPORT 2017

rence when it comes to the future. In order for Sodexo to succeed, all Sodexo businesses in 80 countries need to contribute, even in Sweden.

Globally Sodexo has selected three special focus areas; hunger, gender balance and waste. Hunger and malnutrition is an area which UN is aiming to exterminate, and Sodexo has a huge opportunity to affect here.

We are cooking food for several millions of people and therefore we influence what people are eating.

We ensure that we serve nutritious food and share our knowledge. We donate food to people who don´t get enough of nutritious food through our foundation Stop Hunger. In Sweden we collaborate with the Swedish City Missions and similar NGOs at several places in the country. In this report you can read more about that.

Giving women better possibilities is important both for companies to succeed and for the societal development.

During 2017 Sodexo signed UN´s Womens´ Empowerment Principles in order to promote womens´ position globally. It is important for us to promote womens´ position at work and in the local societies.

We work for diversity and inclusion and want to make use of all competence in Sweden. During 2017 we started collaborating with the Swedish work agency and other partners, in order to help new arrivals to establish themselves on the Swedish labor market and in the society. Our set goal was to arrange placements for 200 new arrivals within our business during 2017 – and we managed to do that. We arranged a total of 201 placements, and 61 (30%) of them have passed over to employments. The placements have contributed to the development of separate individuals and simultaneously the new arrivals have been a huge asset for us as a company.

In order to meet our goal of a better future for everyone, we are dependent on being part of the same team as our employees, partners and customers. With this report we want to show what areas we engage in within the Nordics and locally in Sweden,

Globally Sodexo has selected three special focus areas; hunger, gender balance and waste. which we consider are important in order to create a better tomorrow. We hope you will be inspired to contribute in making a difference where you work, or to broaden the collaboration with Sodexo. • Azita Shariati, President Sodexo Nordics CEO Healthcare Nordics Country President Sweden

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CONTENT

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08

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A better tomorrow for everyone

Values and ethical principles

As an employer

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As a service provider • Focusing on Nordic flavours • Supported by #1 School chef • Food safety prioritized

• Highlighting Health & Safety • Network for female leaders • Placements for new arrivals

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As a corporate citizen

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Diversity manager 2017

• WasteLESS Week campaign • Good planning makes winners • Saving food with Karma

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We’re building a better tomorrow for everyone The world is changing. Population growth, environmental issues and social shifts are changing the way we live and work. Businesses have to change, too.

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Committed to Sustainable Development Goals BETTER TOMORROW 2025 was developed in accordance with the Sustainable Development Goals (SDGs) created by the United Nations.

The SDGs, launched in 2015, set global goals on 17 key areas that governments, businesses and society at large need to act on to achieve a more sustainable, fair and equal world by 2030. We have aligned our commitments to all of these goals.

t’s more important than ever for organizations to do well by doing good. Whoever they are, wherever they operate, businesses must act for the benefit of everyone in order to create true value.

about the needs of tomorrow as well as today. That is why we monitor our progress through our corporate responsibility roadmap, called Better Tomorrow 2025. It gives us, and all those we work with, a shared focus on our long-term future.

At Sodexo, our 427,000 employees make things better, safer, healthier and easier for 100 million consumers around the world. We’re passionate about raising the quality of life for everyone – and it’s part of what we do every day.

It all adds up to a better tomorrow for everyone involved. Better for the individuals we employ and serve. Better for our communities. Better for the world around us and the resources we all share.

Doing what we do best, every day,means a better tomorrow for everyone. •

We know we can only meaningfully improve lives if we make good decisions. And that means thinking

427, 000 SODEXO CSR REPORT 2017

employees make things better, safer, healthier and easier.

Working together for a Better Tomorrow NO SINGLE BUSINESS can create a better tomorrow on its own. We can only create meaningful action by working closely in partnership with others.

At Sodexo, we have worked with global organizations, consumers and charities to make a bigger difference – and in some instances, we’ve even created our own initiatives to help us get ahead on issues.

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Nine commitments for a Better Tomorrow INDIVIDUALS

COMMUNITIES

ENVIRONMENT

OUR ROLE AS EMPLOYER

Improve the Quality of Life of our employees.

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve.

Foster a culture of environmental responsibility within our workforce and workspaces.

OUR ROLE AS SERVICE PROVIDER

Provide and encourage our consumers to access healthy lifestyle choices.

Promote local development, fair, inclusive and sustainable business practices.

Source responsibly and provide management services that reduce carbon emissions.

Fight hunger and malnutrition.

Drive diversity and inclusion as a catalyst for societal change.

Champion sustainable resource usage.

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e have developed nine commitments that will guide us further. Each commitment is measurable, which makes it possible for us to follow our progress and cooperate in order to find solutions to the challenges.

OUR ROLE AS CORPORATE CITIZEN

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About Sodexo

19:th

largest employer in the world.

100

More than

1989 Sodexo Sweden is first with eco labeled chemicals.

million consumers served daily.

Sodexo Sweden becomes quality certified (ISO 9001)

Sodexo Sweden starts using the first gas fueled minor service vehicle.

2009

Launch of the global Sodexo campaign WasteLESS Week.

2007

Sodexo globally launches the Better Tomorrow Plan for a sustainable future.

2012

Sodexo Sweden becomes environment certified (ISO 14001) Sodexo Sweden initiates Stop Hunger actions.

SODEXO CSR REPORT 2017

2013 Sodexo Sweden introduces routines for reduced food waste in all restaurants.

Sodexo Sweden starts using the first electrical service vehicle.

A diversity network is established in Sodexo Sweden.

2015

2014

Half of the members in the Swedish Executive Committee are women.

Sodexo globally makes a commitment to only use cage free eggs by 2025.

Sodexo´s 50th anniversary.

2016

2017 The corporate responsibility roadmap Better Tomorrow 2025 is launched.

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Quality of Life – for customers and employees

As a supplier of Quality of Life services, Sodexo should simplify and streamline the everyday life and contribute to the added value of our customers. Of course we shall contribute to increased quality of life for our customers and users, but also for our own employees.

What does Quality of Life mean for Sodexo?

By performing surveys and having over 50 years of experience Sodexo has identified

6 dimensions of quality of life that our services have an indirect impact on.

Social interactions

Personal growth

Ease & efficiency

Recognition

Physical environment

Health & well-being SODEXO CSR REPORT 2017

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Values and ethical principles VALUES

ETHICAL PRINCIPLES

SODEXO CSR REPORT 2017

Service spirit

Team spirit

Spirit of progress

SERVICE SPIRIT means listening to others and paying attention to details. Service spirit also includes kindness, reachability, fast receptivity and effectiveness. We do what we promise to do. •

DURING THE TEAM WORK the specific individual contributes with his/hers expertise, personality and knowledge. The members of the winning team appreciates each other. The team leader directs the forces towards a common goal. The group´s best always goes before individual ambition. A good team spirit is an essential condition and a key to success throughout the organization, from operations and customer support to the highest management. •

SODEXO EMPLOYEES strive to do their best every day – as a part of the team. We exceed the expectations, we develop our business and we dare to take initiatives. It takes both successes and failures to make progress. Continuous improvements are needed in order for us to predict the future needs of our customers, and in order for us to live up to their expectations. The company can only develop as a fellowship when every member of the fellowship developes as an individual. •

Loyalty

Transparency

WE DESERVE THE TRUST of our clients and the users of our services worldwide. We create long term relationships with our stakeholders. Our employees have the same presumptions regardless ethnicity, religion, political position, gender or age. •

EVERY EMPLOYEE receives information about their own objectives, rights and obligations. We offer owners information about the company and our business. We offer understandable and just agreements. •

Respect for people

Business integrity

OUR AIM is to improve the quality of life in every day life for the ones using our services. We want to create a working environment and a culture, where specific individuals are respected and where their skills are appreciated. Sodexo´s environment within operations shall support mutual respect among people. •

SODEXO DOES NOT TAKE PART OF unethical, illegal or inapproppriate activity. •

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Our role as an EMPLOYER INDIVIDUALS

OUR ROLE AS EMPLOYER

Improve the Quality of Life of our employees.

OUR ROLE AS SERVICE PROVIDER

Provide and encourage our consumers to access healthy lifestyle choices.

OUR ROLE AS CORPORATE CITIZEN

Fight hunger and malnutrition.

COMMUNITIES

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve.

09-20 ENVIRONMENT

Foster a culture of environmental responsibility within our workforce and workspaces.

Source responsibly and Promote local development, fair, inclusive and sustainable provide management services that reduce carbon emissions. business practices.

Drive diversity and inclusion as a catalyst for societal change.

Champion sustainable resource usage.

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s the world’s 19th largest employer, we employ more than 427,000 people from diverse backgrounds.

This is a big responsibility and we take it seriously. We do everything we can to enhance quality of life for our employees and the communities in which they live and work.

We’re focusing on each employee’s well-being and development, and ensuring people have the tools and skills they need to progress. We’re building on our inclusive culture – looking for ways to boost diversity and make work better for our employees. Balanced, engaged teams are good for everyone at Sodexo. And they’re good for our clients and our business, too – diverse teams mean better results.

We’re helping our employees make a difference for themselves through things like volunteering, energy saving tips and payroll giving. With nearly half a million employees, small actions add up to a big impact. So when our employees do small, everyday things, they make a powerful, longterm difference. •

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We establish the Zero accident culture together The health and safety of all our employees has the highest priority every day. While we are improving the Quality of Life for our customers and clients, we also need to make sure that we protect our own health, safety and well-being at work.

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f we highlight what our employees need to know in order to do their job in a safe way, it will be possible for us to create an environment without injuries and reduce the risk for accidents.

In 2017 we took the next step towards a zero accident mindset at Sodexo worldwide, by launching the internal Health & Safety campaign 3-2-1 Zero.

The campaign was conducted on-site during the spring and summer period, and it focused on our top 3 most frequent accident types and how our employees should act in order to avoid them:

1. Slips & trips 2. Manual handling 3. Cuts and burns SODEXO CSR REPORT 2017

3-2-1 ZERO 3 enkla kontroller för säkerheten

This mandatory campaign engaged and involved all site managers, together with their teams. Through training and workshops they were able to identify and solve their own safety issues, as well as reinforce focus on Health & Safety at their work place. During the campaign the teams were also encouraged to identify risks they face from their daily work, and come up with proposals on how identified risks can be avoided or managed in a better way. •

“In many cases it´s possible to improve safety by changing the way we organize our work – for example, by making small adjustments that avoid an accident from happening.”

The 3-2-1 Zero campaign is a count down to zero accidents.

We know it´s possible to achieve this goal:

95

%

of all 32, 000 sites within Sodexo didn´t have any lost time injuries during 2016!

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Health & Safety

Reporting of deviations and accidents One of the most important things we do in order to reduce the amount of accidents, is to report incidents, observations and dangerous situations, and that we come up with proposals for improvements.

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t Sodexo we work continously to make our employees aware of what they can learn from incidents and dangerous situations, in order to avoid accidents from happening again.

CATEGORIES OF ACCIDENTS 2017

48% 7% 15% 5% 5% 15% 2% 3%

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• At Sodexo accident statistics, reporting of incidents, observations and improvement proposals are presented during monthly meetings.

2 3 4 5 6 7 8

• Accident statistics is a fixed point on the agenda during meetings with our safety agents and the central health & safety committee (CAMK).

• When an accidents occurs an investigation is conducted. Among others we talk with the person who has been injured and this persons closest manager.

48 % Slips & trips

5 % Burn

7 % Squeeze & crush

15 % Cut

15 % Hits

2 % Electrical accident

5 % Manual handling

3 % Car- and biking accident

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A zero vision for safer workplaces In May, HR and QHSE (Quality, Health, Safety, Environment) arranged a theme day focusing on ” Co-workership and personal protective equipment” for union representatives and safety agents. This was a part of the central health & safety work, and the aim was to highlight and discuss what the employees have a right to demand, but also what obligations there are when it comes to usage of mandatory protective equipment.

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odexo´s CEO Azita Shariati initiated the day with a clear indication. – We have a zero vision when it comes to health and safety! All employees at Sodexo have chosen to work with us. This means that all of them should be aware of both their rights and obligations, when it comes to health and safety issues at the workplace. We must help each other when it comes to making sure that no workplace accidents happen.

Azita talked about stress, which is often indicated as cause if something happens at a workplace.

– I know that it can be stressful. But it must not be in the way of our safety. On many occasions it is a question of only 30 seconds of reflection. We must take the time to reflect and think before we do our tasks. If we can just make sure to do one thing dif-

SODEXO CSR REPORT 2017

ferently every day, we become more aware and have made a good start.

UNITY DURING PANEL DISCUSSION 2017 years global campaign within Health & Safety was called 3-2-1 Zero and Anna Östensson, Manager for Health & Safety, explained what the campaign concept 3 checks for safety stands for. It is built on three simple control questions which you should ask yourself before you start working: 1. Do you know how to do the job?

2. Do you have the correct equipment?

3. Is your environment safe?

If the answer is no to any of the control questions, you should talk to your manager and colleagues. During

We have a zero vision when it comes to health and safety, CEO Azita Shariati pointed out in the beginning of the theme day.

the panel discussion that followed, some of Sodexo´s Segment Directors answered questions about how they demonstrate the focus on health and safety in their leadership, what the biggest challenges are and how they secure that mandatory protective equipment is used. – No one should be hurt on our workplaces. It is elementary and the starting point. Every step we can take in order to live up to our zero vision is extremely important. I think that we should do it as simple as possible, but do it often, Stefan Forsgren, Director Segment Healthcare & Seniors said.

Mats Enbuske, Director Segment Corporate Services, highlighted the work with Safety Walks. – We follow the global process regarding Safety Walks. All District Managers runs through their assignments together with the Unit Managers, in order to map risks

and talk about safety culture. This is an informal way to purely pick up existing safety-related deficiencies.

Peter Mellin, Senior Vice President Service Operations Nordics, brought up the personal responsibility. – Everyone has a responsibility to not look away.

The simple way is to be quiet. We know what It´s all about when we become aware of the love and sympathy behind a reprimand. It´s not about wanting to master, but It´s a way to show sympathy.

Karin Vierma, Director Segments Schools & Universities, received a question concerning what the biggest challenge within her area is. – To reach out with this mindset to all individual sites. We must all become clear in all protocols when it comes to deficiencies and think that It´s not only the responsibility

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Magnus Johansson who works at Arlanda airport,finds it developing to be a safety agent at Sodexo.

Anna Östensson from QHSE together with Anneli Hultman and Eva-Kristin Andersson from HR.

”It is about us showing that we care about each other!” of the manager. As colleagues we must support and remind each other of how to avoid safety risks. Think about a saucepan loosening the fasteners – why do they loosten and what should we do about it? Then we should also be good at following up and bearing in mind how we have changed our behavior.

CORRECT INFORMATION IS A MUST The union representatives brought up questions concerning protective equipment, and the fact that It´s sometimes difficult to find the correct things. Heavy and clumsy protective shoes, work shoes for cleaners and tight shoes for those with diabetes, were some of the examples brought up.

– It’s important that we receive feedback, in order for the Supply Management team to become aware

of the existing deficiencies. Tell us your point of view, Peter Mellin said. – Currently we are working with creating a Nordic catalogue for protective equipment, which will make it easier to find the correct equipment in the future, Anna Östensson told. After lunch group discussions took place. The discussions focused on the issue of how we can make sure that everyone uses the mandatory protective equipment.

District Manager Karin Fredriksson presented the conversation that took place in the first group. – It is a difficult issue. It is a must that everyone receives the correct information. If we are about to impose consequences in case of insufficient usage, we must be sure of that everyone has received the correct information. We work with big values, ourselves! Therefore it´s important that everyone within the company re-

Sofia Carlsson looked at Sodexo´s assortment of protective shoes.

ceives the information. We must build a safety culture together with the safety agents. We have come far when we are working together and thinking; “how can I help my colleagues to get home safely from work”.

Anita Forss from the union for municipal school restaurants in Gävle became a spokesperson when it came to the responsibility of the manager. – We believe in signed routines. It is important that the nearest manager clearly shows what security policies need to be followed and that this is followed up systematically. Everyone should help out, encourage and point out!

Johan Östman, HRF/Stockholm Mälarterassen presented what his group considered about the role of safety agents/union representatives. – The employer must have the correct protective equipment in place.

When the company has such a good safety culture we must support it, be available at workplace meetings and inform. Many find incident reports difficult to handle, but we shall encourage! We also think that we can become better in working across borders when it comes to those issues.

Silvio Siles, Fastighetsanställda, added that there is a fear in using some machines. Therefore we all must help each other out, in order to learn how to use machines which can facilitate and prevent work injuries. Another thing that came up during the day, was that it’s sometimes difficult to practically hold on to the rule of always holding the handrail. Tobias at the airport Landvetter meant that It´s easier to say it than to do it, when you´re carrying things up the long stairway when you´re entering a plane.

District Manager Semi Sandberg lay a proposition that there should be routine descriptions available on how it should be done and he also mentioned cleaning of stairways as another example.

Mona Jonsson from the caterer in Gävle summed up her impressions of the day. – It has been an incredibly good day. I understand what I´m doing wrong myself. Now I shall take the elevator instead of the stairs when I have a lot to carry. You need to fuss it a bit initially and begin with yourself. •

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Successful cooperation between Sodexo & AlphaCE

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his year Sodexo has had a strong cooperation with the training and matching company AphaCE in Gästrikland. The cooperation started in the winter/spring 2016, when Sodexo in Gävle had difficulties in finding temps during sick leaves, and since then Sodexo has offered different types of employments to around twenty persons.

AlphaCE acknowledged the good cooperation further by nominating Sodexo for the award “Företag som förenar samhällsnytta med affärsnytta” (“A company that combines social benefits with business benefits”) at the AlphaCE Company Gala in Uppsala in September with below nomination:

Fotograf: AlphaCE

SODEXO CSR REPORT 2017

“Sodexo – trusting in people’s good will and ability to take their place and carry out their mission in the best way possible - with the support of good leadership. By recruiting through AlphaCE you give people the chance to grow in their professional roles and to develop competence which can be hard to find. You contribute to an increase in growth in the society by including more people on the labor market. Simultaneously recruiting from new groups opens the way to new consumer groups. A sincere thank

you for showing the outside world that there is a place for everyone!”

AlphaCE has been good at learning to know the participants seeking jobs, and therefore they can secure that the matching works according to Sodexo´s requirement profiles. As time goes on AlphaCE also gets a better feel for which candidates fits into Sodexo´s company culture – a recipe for success •

About AlphaCE AlphaCE is a training and matching company working with bringing out people on the labor market. Their main focus lies on coaching, training, establishments and matching – always focusing on quality and results.

Number of employees: 550 Turnover 2016 225 millions Operation: 50 places in Sweden, divided into 10 regions.

Head office: Kalmar

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We all are Sodexo ambassadors! ”Sodexo Ambassador is a global program for all employees, regardless what they do or where they are in the world. It is important that our employees understand what effect we have on our business.”

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ur employees are the company’s customer service face and as a global organization, we want all employees to have a common understanding of what Sodexo stands for and the company’s will to improve the quality of life for both employees and customers. Sodexo has created an engaging introductory program called Sodexo Ambassador. All Sodexo employees worldwide should take part of the program, in order to know what we are doing and how we create value.

The program was launched in 2017 and includes all employees. It is designed as an engaging experience for the employees and is now part of our mandatory introductory program •

Transboundary cooperation can resolve the shortage in chefs

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e started a pilot project with chef trainees together with Swedish Employment Agency and the city of Stockholm. The objective was to give people who have been unemployed for more than 350 days a chance to enter and develop in the labor market. If the pilot project turns out to be a success there is an opportunity to solve the shortage in chefs in Stockholm much faster. During the first half of 2017 the possibility to recruit chefs was ranked as extremely difficult. According to the Swedish Employment Agency, the shortage index lies on 4,97 on a five-grade scale. This is the highest value of a total of approximately 200 assessed professions.

The pilot group attends a specially customized training once a week at Stockholm´s Hotel- and restaurant school, which is run by the City of Stockholm. The training gives the participants a secondary school professional training with chef orientation and it gives 1 000 secondary school points. They spend the remaining time in one of Sodexo´s school kitchens in Stockholm. •

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Network for female leaders Globally 54 percent of all Sodexo employees are women. 50 percent of the members on the Board of Directors are women and 25 percent of the members in the Group management team are women. Our global objective is to increase the amount of women in leading positions to 40 percent by 2025.

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t Sodexo we work for diversity and inclusion. Catherine Menayas and Kristine Espevoll in Norway are proud to be part of the Women Leadership Program, a network for female leaders within Sodexo sponsored

by SWIFt. – It is an honor to be chosen to be a part of the Women Leadership Program. I participated at the WIN conference in Oslo in September directed by SWIFt. The WIN conference is an international conference for women gathering over 600 female leaders from all over the world. I think it is extremely important to promote women and their work .

- At the conference I met and heard the stories of many fantastic women. There are many capable and powerful women out there, and it is very inspiring to hear what they do, says Catherine Menayas, Economy Manager at Sodexo. SWIFt stands for Sodexo Women´s International Forum for Talent, an advisory authority in order to secure better gender balance on all levels at the company, especially in leading positions.

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SWIFt was founded in France 2009 by Sodexo´s CEO Michel Landel. Inclusion, diversity and to promote the balance between genders is important for us at Sodexo. It is also important for us to highlight female role models. SWIFt consists of 35 female leaders of 15 different nationalities.

STRIVING FOR GENDER EQUALITY Our global objective is to increase the amount of women in leading positions to 40 percent by 2025.

- Women aren´t always good at trusting themselves and that they are doing a good job. It will still take some time before we achieve gender equality within work life. That is why it is important with conferences like WIN, Menayas says. She has been working at Sodexo for more than 6 years.

Michel Landel, CEO for Sodexo Group was one of the speakers at the WIN conference in Oslo.

Among others he met engaged Nordic female leaders from Sodexo here.

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A LIFT IN EVERYDAY LIFE Kristine Espevoll is District Manager within cleaning at Sodexo. She is also one of the women who has been chosen to be part of the Women Leadership Program.

As Menayas, she thinks it is nice to be a member of a network where you meet other female leaders. – It is a lift in everyday life. That and to meet other female leaders to exchange experiences and ideas is extremely positive, Espevoll says. She was also present at the WIN conference and she is fascinated by the women who spoke at the conference and the courage many of them possesses.

– It is nice to have a forum where women can meet and share experiences. I was very inspired when I listened to the women at the conference. For me it’s absolutely of interest to move on in a long perspective.

If my competence within cleaning and my leadership could be of use outside the Nordics, it would be very exciting to work either in South America or South Africa, she says.

EQUAL PAY FOR EQUAL WORK Espevoll considers that there are differences between female and male leaders. – Men are much more direct than women. We women put more care into our work. I also think that women burn themselves out easier, because they often take care of the family at home simultaneously as they have a huge responsibility at work, she says. She describes herself as a leader who takes care of her co-workers.

– For me it is important that they are doing well at work. I am in a position in which I also need to take tough decisions, but I have a professional relationship with that, she continues. She considers that we have come far within diversity in Norway, but there is still some work to be done. – It is important to receive equal pay for equal work, and there we still have a way left to go. I also consider that we can have more female top leaders within Sodexo, she says. •

DIVERSITY AS A COMPETITIVE ADVANTAGE Diversity and inclusion is an important part of our company culture and a driving force for growth and innovation. We consider that a broad diversity is a competitive advantage and that it shall contribute to Sodexo being a preferred partner and an attractive employer.

We have a great diversity within Sodexo. We operate in 80 countries and only in Sweden we are represented by 135 nationalities. Our common values keep us together, but it is our diversity that enrichens the company and makes us stronger within all stages.

Our diversity work is mainly connected to 5 dimensions:

Gender balance Age Culture and origin Disabilities Gender identity and sexual orientation

Promote women´s position UN:S WOMEN´S EMPOWERMENT PRINCIPLES WERE SIGNED BY SODEXO Sodexo Nordics signed UN:s Women´s Empowerment Principles in connection with the International Women´s Day. The principles consists of seven guiding points and was launched under title “Equality Means Business” on the International Women´s Day in March 2017.

By signing the principles on a Nordic level, Sodexo shows its strong support and engagement when it comes to the goal to promote and strengthen women´s position within organizations and societies. The principles were signed by Sodexo´s Nordic CEO Sander Graft in connection with a conference about gender equality. The conference was organized by Sodexo´s International forum for women, SWIFt, whose task is to support the gender equality work and to create an inclusive culture in all

the countries where Sodexo operates.

Sophie Bellon, Chairwoman at Sodexo was present together with 32 members from the network. Lecturers, clients and employees were invited to share experiences and to discuss solutions. Sophie Bellon presented the results from an internal survey showing that equal management teams perform better on all measurement points compared with unbalanced management teams.

Rohini Anand, Global Diversity Manager at Sodexo, closed the conference by stating: “We have talked enough. It is time to come past all talk about gender equality”. •

Sodexo Nordics signed UN´s Women´s Empowerment Principles in connection with the International Women´s Day the 8th of March.

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“The Sodexo star of the quarter”

Asima Harbas Asima is part of the Sodexo staff at Sweco in Malmö, and has had several work tasks from cleaning to café and reception since she began working at Sodexo. She was nominated for the award by the Site Manager at Sweco and a colleague.

Here is part of the motivation: Asima learned how to handle the reception at Sweco, a huge challenge that intimated Asima in the beginning. Despite this she radiated happiness and a strong go-ahead spirit. Today Asima works fulltime in the reception, but she also has several other roles to fill.

Among others cleaning, janitorial and café/catering. •

All employees in Sweden have the possibility to nominate a colleague, co-worker or a manager to the award ”Sodexo star of the quarter”.

T

Hector Hernandez

he person who is being nominated must have acted according to Sodexo´s values and ethical principles during his/ hers daily work or during an extraordinary situation.

HOW TO NOMINATE: • The nominating person must fill in a designated form and the best proposal with the most benefit for the team or for the company is appointed on a quarterly basis.

• The winner is celebrated with a diploma, flowers and a cake, which is to be enjoyed together with colleagues and he/she is presented in different communication channels.

• In the end of the year all acknowledged candidates take part of a common activity together with a number of managers; a visit to one of Sodexo´s assignments, dinner etc.

SODEXO CSR REPORT 2017

Asima Har

bas

Hector

Hector was 16 years old when he started as a cleaner at Silja Line. He developed quickly and today he is responsible for the security system at our client Johnson & Johnson in addition to his main position as a janitor. The motivation is above all highlighting Hector’s outstanding characteristic to help where it is needed. He is always ready to give a helping hand, which makes his colleagues feel safe. •

de

Hernan

Sebastian Nechifor Sebastian Nechifor

Sebastian has lived in Sweden for approximately 3 years and has been working at Sodexo with various work tasks since 2014. For example with the handling of post and parcels, ordering of food and office supplies, invoicing, PAS, etc. Sebastian has constantly shown proof of independency and a consequent ability to solve situations. Cecilia Cederholm, Site Manager at our client Sweco in Marieberg, made sure that Sebastian would receive the award. She underlines Sebastian’s drive to learn new things and to develop himself, which creates added value both for Sodexo and our client. •

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We opened the doors for 201 new arrivals Our set goal was to arrange internships for 200 new arrivals within our businesses during 2017 – something we succeeded with.

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ne of this years main investments was to create internships for newly arrived.

It all began when the prime minister of Sweden, Stefan Löfven, gave the Swedish Employment Agency the assignment to create basis for internships and positions together with companies and organizations. Their expectation was that 100 internships should be created for new arrivals by organizations during a period of three years. When many other companies saw difficulties, we decided to receive 200 new arrivals in 2017.

The work hub consisted of employees within HR. In cooperation with Swedish Employment Agency and other actors we managed to open the doors for 201 persons. 61 of these (30 percent) remain in various positons. Many others have received their first job reference from a Swedish company.

“When it comes to coaching of the trainees, there has been a huge support and engagement from managers and other employees. The internships have not only contributed to individual development of the persons, they have also been a huge asset for us as a company”, says Irene Adenborg, HR Director at Sodexo in Sweden.

Most of the positions were offered within food and cleaning services, but we have also taken on persons within finance and administration. Abdo Bazzaz from Syria received an internship as a controller within Finance at the head office in Solna. He testifies how hard it is to enter the labor market in a new country. After studying Swedish and a number of job applications he received a tip about Korta vägen, which is a cooperation between Swedish Employment Agency and Stockholm University.

“I worked as a controller In Syria but didn´t have any contacts and references in Sweden. Then the first step into the labor market becomes very difficult. I am very happy that I have received a job”, Abdo Bazzaz says.

We offered Abdo a position but he received an offer from another company and decided to move on.

We are very happy to have been a part of his establishment in Sweden. •

Abdo Bazzaz

Photo: Per Erik Berglund

”The unemployment among domestic born is record low. If we shall be able to continue developing Sweden and the Swedish trade and industry, we need to take advantage of the competences new arrivals bring.”

SODEXO CSR REPORT 2017

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“The future promise of Sodexo and Lingio learn new the year” works at Sodexo arrivals to speak Swedish

T

”We see Lingio´s language app as a win-win.

It facilitates new arrivals’ entry into the labor market by circling the most necessary dialogues within different industries. Simultaneously the app contributes to us and other service companies receiving access to manpower” Azita Shariati, CEO Sodexo says.

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nother cooperation was done in order to facilitate the new arrivals’ entry into the labor market. We have developed a huge number of common phrases and dialogues within the food and cleaning industry together with “Lingio” and their language app. The app helps people with various native languages to learn industry specific dialogues in Swedish. You practice the language by reading, writing, listening and pronouncing. The language courses will be implemented during the spring 2018. The Lingio app is free for the user and it is available for mobile phones and tablets on Appstore and Playstore. •.

SODEXO CSR REPORT 2017

he Sodexo employee Jacob Dreyer was appointed “The future promise of the year ” during “CLEAN Bright Awards” at the Elmia exhibition in Jönköping in September 2017. The award is handed out to a younger person with great potential, who has a great opportunity to influence the industry in the future and be rewarded for creativity, curiosity, engagement and new thinking due to his/ hers characteristics.

A total of twelve finalists competed for he honorable title “The future promise of the year ” at this year’s “CLEAN Bright Awards”. Jacob´s joy was huge when he was proclaimed the winner. Jacob´s journey at Sodexo began in 2009, when he as a young student at Chalmers received a summer job at Stena Line’s Denmark terminal. When Jacob decided to put his studies on hold, he received a longer temporary post at Stena Line’s Denmark terminal. Eventually this lead to a permanent employment at Sodexo and since a few years Jacob is working as a group leader within cleaning in the Gothenburg area.

In his position as a group leader Jacob works closely with his supervisor Ove Dabrowski. He thrives very good with his duties, colleagues and to face new, exciting challenges almost on a daily basis. “During 2016 we started a comprehensive restructuring and time efficiency of our customers, where I have had a huge responsibility. I received the chance to organize the work pretty much as I wanted and since I like structure and remedy I found it very inspiring. The last year has been incredibly developing and has given me broader knowledge within the company and its systems”, Jacob says.

Patrik Ekstrand, Multi-Site Manager, has had Jacob in his organization during the years he has been working at Sodexo. “Jacob is engaged and excessive, and when you have these characteristics you can learn new things. He is always there and is ready to help and solve problems, regardless size and complexity. Nor is he afraid of taking on new challenges, which we often have to face”, Patrik says. •

Our role as a SERVICE PROVIDER INDIVIDUALS

OUR ROLE AS EMPLOYER

Improve the Quality of Life of our employees.

COMMUNITIES

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve.

ENVIRONMENT

Foster a culture of environmental responsibility within our workforce and workspaces.

OUR ROLE AS SERVICE PROVIDER

Provide and encourage our consumers to access healthy lifestyle choices.

Promote local development, fair, inclusive and sustainable business practices.

Source responsibly and provide management services that reduce carbon emissions.

OUR ROLE AS CORPORATE CITIZEN

Fight hunger and malnutrition.

Drive diversity and inclusion as a catalyst for societal change.

Champion sustainable resource usage.

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21–24

A

s a service provider with 100 million customers taking part of our services every day, it is our duty to understand and cater for their various needs and long-term goals.

Each individual commitment within Better Tomorrow 2025 is owned by a global team, that has an overall responsibility for respective area, regardless if it is about purchases, HR, health, security or environment. In order for us to reach our goals locally, we also have a team in Sweden, whose task is to secure that the plan is complied and that the commitments are completed with content and activities.

The task of the team is to coordinate and implement activities related to Better Tomorrow 2025, as well as make sure to inform clients, employees, suppliers and other stakeholders about this work. •

SODEXO CSR REPORT 2017

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Focusing on Nordic flavours In October, during the weeks 41-44, we enjoyed the fresh, clean and authentic flavours of the Nordic cuisine in our restaurants. The Global Chefs from Norway, Sweden, Denmark and Finland chose their favorite recipes for the theme weeks Nordic Flavours.

Y

ou no longer have to go to the sea in order to fish. There are bright, surprising and fantastic flavours in the neighborhood, Katri Saraste, Food service design coordinator at Sodexo in Finland certifyes.

Each one of our Global Chefs had their own signature week, whose menu he had created. – I never tire of seasonal vegetables. It is simple to create delicious lunch dishes with them. Nor would my cooking be much without freshly ground black pepper. During my signature week I served dishes which received a good response when I presented them for Americans during my Global Chef tour in US, Andre Thomas Wels, chef at Bymiljøetaten in Oslo says.

Edis “Eddie” Dautovic was a chef at Skytteholm at Ekerö until the end of the year and dill is his favorite herb. The herb makes him think of cliffs and the North sea. – Dill fits well with for example lamb and fish. I served dishes which I would willingly eat myselft at a lunch restaurant. In my dishes I com-

SODEXO CSR REPORT 2017

bined different ingredients from the Swedish food culture and flavours in a new way, Eddie says.

During the Danish theme week Danish, easily cooked favorites where offered. – One of my absolute favorites is lovage. It fits both in vegetable and meet dishes and desserts. It has a unique characteristic flavour, René Stegmann, chef at IBM Prøvensvej in Brøndby, Copenhagen says. – Personally I prefer Finnish raw materials, above all Finnish fish, mushrooms and berries. I appreciate the unique flavours we receive from our lakes and forests. The dishes during my signature week were delicious Finnish lunch dishes, Tommi Hedman, chef at Elisa Pasila in Helsinki says.

All Sodexo restaurants carried out the food theme in their own way, so it payed off to peak at the restaurant menus in advance through their web pages. Regardless which one of the restaurants our guests chose to eat at during the theme weeks “Nordic flavours”, they got to enjoy clean, authentic and fresh flavours. •

In October the chefs Eddie, Andre, Thomas, René and Tommi put their personal touch on the menus during the theme weeks Nordic Flavours.

Sodexo Global Chef is an international exchange program for chefs. The Sodexo chefs taking part of the program, travel around the world as ambassadors for the food culture in their native countries.

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Sodexo initiates a cooperation with the best school chef in Sweden Our objective is to develop our school chefs and school meals – this is something that the experienced and rewarded school chef Michael Bäckman can enthuse us with.

D

uring the year a cooperation with the awarded school chef Michael Bäckman was initiated. He is a well known and respected profile within the world of school food. He has lifted the school food at Annersta school in Huddinge, which among others, contributed to him winning White guide junior. He has also won two silver medals in the Olympics for cooking and one in the World Championships together with his team.

“I am passionate about cooking good school food to all students. Through Sodexo I get the possibility to test my ideas in new environments. I am curious when it comes to finding out if the work methods I advocate within the municipal operation, can be used within the private operation as well. The contractors are controlled by agreements in a completely different way than the operation run municipally”,Michael Bäckman says.

The purpose of the cooperation is to continue developing our school chefs and school meals. In the beginning of the year, baking courses were arranged for our school chefs. Being able to offer freshly baked bread a few days a week has been appreciated both by students and teachers. During the autumn this cooperation was expanded, since it turned out that we have a joint consensus on what is contributing to a good school meal. Michael Bäckman has led the practical work in several of the kitchens and has also introduced new dishes on the menus. •

SODEXO CSR REPORT 2017

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Food safety is highly prioritized within Sodexo Food is not only about taste and nutrition, it shall also be safe. Knowledge and clear routines allow customers to feel safe.

”Sodexo´s clients and customers count on us everyday to serve them meals that are not only healthy and delicious, but also safe to eat. Food safety is as important to our company as aircraft safety is to an airline.”

— Michel Landel / former CEO Sodexo Group.

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ll food operations within Sodexo are working according to an operation adapted self-monitoring program which is based on the HACCP principle (Hazard Alalysis Critical Control Points). The objective with our internal audits is to secure that all food operations follow Sodexo´s routines for food safety, and to increase the understanding for food safety among our employees.

The audits also contribute to more satisfied customers, better economy and a quality assurance of the complete food handling. Patrik Lundh, who is Food Safety Manager at Sodexo in Sweden, thinks that the operations are generally good when it comes to following what is decided concerning self-monitoring/HACCP.

Patrik Lundh, Food Safety Manager together with Camilla Svensson, Restaurant Manager at one of Sodexo´s restaurants.

SODEXO CSR REPORT 2017

KNOWLEDGE AND ALLEGIANCE IS CRUCIAL Sodexo has internal food experts who among others trains employees and performs internal audits at our units. They work as an active sounding board between the employees and the other support functions at Sodexo. The food experts also support and guide our employees and shares ´best practices´.

Food safety is a part of the leader profile. Everyone knows that they should work actively with this and follow the governing routines within the company.

- Our focus is that all guests and clients shall feel safe with the food we are serving. Old, sick and children under three years old are especially sensitive groups. We have a lot of special diets and a complexity of different allergy diets, so knowledge and allegiance is crucial, Patrik says. •

Among others, our food experts performs food safety audits within our operations and they train Sodexo employees. The experts also perform audits at our food subcontractors in order to guarantee the food safety and the quality throughout the chain”.

Our role as CORPORATE CITIZEN INDIVIDUALS

COMMUNITIES

ENVIRONMENT

OUR ROLE AS EMPLOYER

Improve the Quality of Life of our employees.

Ensure a diverse workforce and inclusive culture that reflects and enriches communities we serve.

Foster a culture of environmental responsibility within our workforce and workspaces.

OUR ROLE AS SERVICE PROVIDER

Provide and encourage our consumers to access healthy lifestyle choices.

Promote local development, fair, inclusive and sustainable business practices.

Source responsibly and provide management services that reduce carbon emissions.

OUR ROLE AS CORPORATE CITIZEN

Fight hunger and malnutrition.

Drive diversity and inclusion as a catalyst for societal change.

Champion sustainable resource usage.

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25–34

A

s a global business, we have a huge opportunity to make a positive impact. We operate in more than 80 countries and can use our services and our voice to drive international progress on the world’s biggest issues, from hunger to gender equality to food waste.

We’ve set ambitious targets for our nine commitments. Achieving them will be a challenge, but we are pushing forward to make them happen. From local partnerships with NGOs such as ECO Kitchen in India to global initiatives like Stop Hunger, we’re creating a global network to help build a better tomorrow for everyone. •

SODEXO CSR REPORT 2017

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WasteLESS Week – A global commitment WasteLESS Week is a global, five day campaign which is run by Sodexo on a yearly basis in October.

During the week Sodexo encourages employees, clients and customers to be thrifty when it comes to consumption of water, energy and paper.

D

uring the campaign which took place in October 16th – 20th teams onsite focused on reviewing various actions in order to streamline and improve their waste management.

The importance of reducing food waste was also highlighted during the week. For instance we encouraged our guests at Sodexo restaurants to only take as much food on their plates as they could eat, and to only take one napkin at a time.

- Our employees work to reduce the amount of waste and the consumption of natural resources together with our customers. WasteLESS week is our way of thanking our customers for a good collaboration, and simultaneously it´s a good opportunity to highlight our engagement for the environment and the activities we perform, Per Liljedahl, Director QHSE Sodexo Nordics says.

SODEXO CSR REPORT 2017

DU HAR

MAKTEN AT T ÅT E R V I N N A R E S U R S E R

Över 70% av avfallet skulle kunna återvinnas. PET-flaskor kan bli kläder, aluminiumet från burkar kan till exempel användas vid tillverkning av mobiltelefoner. Du kan bidra genom att sortera ditt avfall på rätt sätt.

EN ANNANS SKRÄP ÄR EN ANNANS SKATT. Läs mer på www.sodexo.se #wasteless

- Sodexo has made an assessment in collaboration with WWF (Word Wildlife Fund) regarding the amount of carbon emissions caused by Sodexo Group. We have been working actively to reduce the amount of emissions for many years, and our global goal is to reduce Sodexo´s carbon emissions with a third, or 34% by 2025, Per Liljedahl says. •

Reduction of waste during a five day period inspires to actions throughout the year, which is our ultimate goal.

WasteLESS Week WHAT IS IT? WasteLESS Week is a five day campaign that Sodexo runs for our clients (and our own sites) around the world each October. It empowers consumers, clients and Sodexo employees to reduce waste by celebrating the benefits of wasting less food, water, energy, paper and raw materials – including cleaner air, more natural spaces and helping share our planet’s natural resources.

WHY IS SODEXO DOING IT? Everyday our consumers, clients and Sodexo employees are engaging in actions that reduce waste. WasteLESS Week is an opportunity to thank them and show them the positive benefits of their actions. And we know that the best way to encourage new habits is by making it easy, simple, rewarding and desirable.

HOW DOES IT WORK? Through on-site materials such as posters, videos and activities, we showcase the tangible benefits people experience when they waste less. Using local information and data the campaign materials can be customized to show people how their actions have local as well as global benefits.

DU HAR

MAKTEN

NJUT AV MATEN, SLÖSA INTE PÅ NATURRESURSERNA

Över 30% av all mat slängs bort. Du kan bidra till att minska matsvinnet genom att endast ta så mycket mat på tallriken som du tänker äta.

TA DET DU VILL, MEN ÄT DET DU TAR.

Läs mer på www.sodexo.se #wasteless

HOW LONG HAS SODEXO BEEN DOING THIS AND WHAT ARE THE RESULTS? We started with a WasteLESS Day in 2012 and expanded to a week in 2013. Reductions in waste that are observable over a five day period inspire continued actions and so WasteLESS Week actually encourages efforts all year long, which is our ultimate goal. •

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Stop hunger

B

ecause we believe that Quality of Life begins when basic needs are met, Sodexo employees in the U.S. decided to create Stop Hunger in 1996. American colleagues in the Boston area found that for some children, not having the school cafeterias opened during summer break also meant not having enough nutritious food. Sodexo’s employees decided to take on the service of free meals in

the poorest neighborhoods. Thus was born Stop Hunger.

2017 82,000

3 6. million U.S. dollars collected

6

41

WHO?

SODEXO EMPLOYEES, THEIR FAMILIES AND FRIENDS, CUSTOMERS, CONSUMERS AND SUPPLIERS

volunteers

Today, Stop Hunger is a global network of non-profit organizations working for a hunger free world. It leverages Sodexo’s ecosystem - employees, clients, consumers, suppliers and shareholders - to conduct actions in the 80 countries in which the company operates. •

www.stop-hunger.org

countries

HERE, THERE AND WAY OVER THERE!

FROM THE UNITED STATES TO COLOMBIA, CAMBODIA, ROMANIA, GHANA AND TUNISIA

1,200

TO SUPPORT PROJECTS CARRIED OUT WITH

partner nonprofits and NGOs

INCLUDING THE WORLD FOOD PROGRAMME, THE LEADING HUMANITARIAN ORGANIZATION FIGHTING HUNGER WORLDWIDE

BUZZ

55% OF THE PROGRESS MADE AGAINST HUNGER IN THE LAST 25 YEARS COMES FROM IMPROVING THE SOCIAL STATUS OF WOMEN

Empowering women is a priority

HEADLINE

THAT ADDS UP TO THREE MEALS A DAY FOR 1,370 FAMILIES OF FOUR FOR ONE YEAR

million meals or the equivalent distributed

SHARING EXPERTISE NUTRITION, QUALITY, HYGIENE, FOOD SAFETY, PROCUREMENT, ETC.

all our volunteers, thank you todonors and partners A big

SODEXO CSR REPORT 2017

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2 000 meals during Stop Hunger Servathon 2017 In Sweden we have been working with Stop Hunger through the Swedish City Missions and similar support organizations (NGO´s) in different places in the country since 2009. By cooperating with these organizations we actively contribute in operations whose objective is a better future for people in need.

E

very spring, in April and May, extra support actions against hunger and malnutrition are performed worldwide through Stop Hunger. We call it Servathon (Service+Marathon). Serving meals and collections are examples of voluntary work. During Servathon 2017 we contributed with almost 2 000 meals to people in need around Sweden.

In addition to the meals we saw the engagement that our fantastic employees contributed with.

We have contributed with breakfast meals to Stockholm City Mission’s operations with Nattstad together with the client. This was the first time we supported that operation. As during previous years we also delivered lunch meals to the operations Crossroads and Center for the Elderly in the capital.

SODEXO CSR REPORT 2017

The City Mission in Västerås became a new NGO during 2017, and thanks to our delivery from nearby assignments in Köping and in Umeå, we contributed with easter food through the organization Öppen Gemenskap.

During April and May our continuous cooperation with one of our clients in Uppsala, contributed with hundreds of meals to the City mission in the city.

In Skåne we have also supported the City Missions in Malmö and Kalmar and the operations Trappanér and City Mission in Gothenburg both received contributions to their easter meals.

We support Hela Människan RIA Dorkas in Örebro with fruit baskets regularly on a weekly basis, and during Servathon we contributed with food to their spring lunch for a hundred people. Also in Jönköping we are giving food regularly to the operations Hela Människan, so even during Servathon 2017. •

Key figures for the budget year 2016-2017

4 090 2 291 meals

kg food

123 338 employees

hours

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Good planning makes everyone a winner Göran Pändel Berggren was one of the winners of Stop Hunger Good Stories Contest 2017. In the contest employees worldwide showing good examples of how you can work with Stop Hunger locally are acknowledged.

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öran Pändel Berggren works a kitchen and restaurant manager at the staff restaurant at GE Healthcare in Uppsala. The cooperation with the City Mission in Uppsala started after an e-mail conversation with Lotta Jonasson who works within Brand & Communications: ”Lotta sent me an e-mail, in which she asked if there was something we could do in order to support the City Mission in Uppsala. It triggered my thoughts as well as my employees´. Today the food deliveries are a natural part of our everyday lives”, Göran Pändel Berggren says.

200 PORTIONS A WEEK Every week around 200 portions are sent to Mikaelsgården which is run by the City Mission in Uppsala.

People in need come to this facility which is right next door to the church. Many of them are homeless and have abusive problems. The food Sodexo contributes

with comes from the kitchen at GE Healthcare. Like in most restaurants, there are some times food left over. Earlier it ended up in the trash. Not because the food wasn´t good or bad, but just because it was “consumed”. The appearance of the food simply didn’t have high quality enough to be served to customers.

Today there is a completely different mindset around both food waste and leftovers.

“This is not only my award, it belongs to the whole team. We have found a way to work, which makes it possible for us to minimize the food waste and maximize the food support”, Göran says.

MEANINGFUL COOPERATION Carola Matilainen, manager for the daytime activities at Mikaelsgården, says that they only had the possibility to serve soup a few days per week before the cooperation started.

Photo: Per Erik Berglund

can create a complete meal and a real menu. The guests are very happy and grateful for the food. The lunches becomes an interruption in their destructive lives, which many of them are living during other hours of the day”, says Carola.

Usually around 70 people gather in the dining room when it is time for lunch. Just like in any dining room, the meal is a moment for relaxation, conversation and solidarity. The big difference is that there are two beds in this dining room, so those who have been up all night long can rest. It happens that some people stay in the beds throughout the opening hours. They only get up in order to join the lunch.

In addition to food and rest the guests have the possibility to watch TV, read newspapers, shower, wash and change clothes. Above all the support with contacting authorities and relatives is important.

“You are quite lonely when living in exposure. In the surveys we perform, most of our guests respond that they come here for the solidarity and to meet the staff”,Carola says.

Besides the honor the Stop Hunger winners received 10 000 SEK to donate to a charity organization of their own choice. The choice was simple for Göran. Of course the amount was donated to the City Mission in Uppsala. •

“The food from Sodexo is incredibly meaningful. Now we SODEXO CSR REPORT 2017

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Top ranked for several years

F

or several years, we have received awards and recognition for our efforts within the area of sustainable development. “Dow Jones Sustainability Index” (DJSI) is a global index used for monitoring financial, environmental and social performance among companies which are leaders within sustainability.

Sustainable fishing Many of the fish stocks in the world are exposed to intense fishing, or threatened by overfishing. Sodexo is committed to choose fish and seafood caught in a sustainable way. Globally we cooperate with WWF in order to contribute to the important work when it comes to protecting the stocks of fish and seafood.

We have a top ranking as an “Industry Leader for the 13th year in a row.” The ranking also gave us the award “Gold Class” in RobecoSAM´s “Sustainability Yearbook”. Thanks to our sustainability engagement we were also ranked as the top company within our industry for the 10th year in a row. •

S

odexo has developed an own fish guide in cooperation with WWF; Sodexo´s Sustainable Seafood Sourcing Guide. The guide applies in all countries where Sodexo operates.

The award strengthens our position as a leader and shows our continuous commitment within Corporate Responsibility - us taking responsibility.”

In Sweden we also follow WWF´s Swedish fish guide. The guide tells us what species we should avoid and which species are sustainable in our part of the world.

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At the same time we work actively in order to increase the amount of certified fish together with our suppliers. In 2017 79% of the fish and the seafood served in our restaurants were sustainable, and more than 76% were certified. •

In 2017

%

of the fish and the seafood served in our restaurants were sustainable.

SODEXO CSR REPORT 2017

We have very strict requirements on us, since our fish and seafood assortment is regulated both by our own fish guide and WWF’s local recommendations.

76

%

of the fish and the seafood served in our restaurants were certified.

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Digitalization in Energy Management – on the right path for a Better Tomorrow Part of our commitment for a better tomorrow is to cut carbon emissions, and one way to reach that goal is by improving our energy efficiency. To tell us more about our energy management in the Nordics, is Sweden based Energy Strategist, Michael Ulander.

O

DIGITALIZED PROCESSES ver the past 20 years, we have developed strong capabilities in hard facilities management in different sectors, and we are now seeing significant improvements in energy management as well. Using digital solutions to optimize use of energy that results in reduced energy consumption helps us eliminate greenhouse gas emissions, and reach one of our goals according to our corporate responsibility roadmap “Better Tomorrow 2025”.”

Since Michael began working with us, new partnerships have formed and thus further improved our development in energy management. There are now various tools that help us become a greener organization,

such as Metry. Using Metry’s services expedites the data collection procedure significantly. Technicians do no longer have to manually read data, write it on paper, scan it, and send it to Michael for analysis. The procedure is now digitalized as Metry collect/deliver all of the so called ‘indata’ (i.e. energy statistics, consumption, etc.) from all buildings. Thus, by not having to travel to each location by car, for example Glimmingehus in Simrishamn to Halmstad Slott, hours of time spent behind the wheel can now be put to better use. Not only does this tool save time, but it directly eliminates fuel consumption and carbon emission.

“We’re on the right path”,says Michael when speaking about the measures taken to monitor energy use.

He explains that there have been significant improvements in monitoring as they have now turned to digital tools. Partnering with the company Nordomatic now means that there has been a shift to a cloud based solution called ‘Styrportalen’, which is a platform that allows you to remotely monitor, overview, and control the systems in the buildings we operate. The timing could not be better either as these tools are implemented at Stora Sköndal, a new client where we have taken over Hard FM services and cleaning since April 2018.

GLOBAL ENERGY MANAGEMENT NETWORK Part of our continuous improvements in energy efficiency, is to gain insights on how Sodexo operates in the rest of the world. Michael represents the Nordic region in quarterly meetings with a global Energy Management Network within Sodexo. Ilkka Pentikäinen, Director FM Platform, says that they are very happy to have Michael as a part of the Network. By continuously learning how other countries/ regions work, and by sharing ideas and strategies, Michael and Ilkka believe that they will see a steady improvement in energy efficiency. •

The digital tool does not only save time, but it reduces our carbon emission and fuel consumption.

SODEXO CSR REPORT 2017

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All the more important with environmental and quality work Sodexo in Sweden is environment and quality certified from services to administration.

O

ur mission is to improve the quality of life and contribute to a sustainable development within all communities, regions and countries where we operate. The environment and quality work becomes all the more important when we shall meet the requirements from clients and authorities, reduce our costs and streamline the operations.

As we strive to improve the Quality of Life we focus on the customer´s needs and expectations. We are working systematically and are utilizing our resources in an effective way in order to reduce our environmental impact. We continuously monitor and improve our business in order to meet the expectations of our customers, employees and the community.

IT IS IMPORTANT TO LIVE UP TO GIVEN PROMISES We always strive to give an optimal and qualitative delivery to our customers, and we are committed to a high standard when it comes to our certificates within quality and environment. In order to secure that we are following the applicable rules, routines and requirements and in order to continuously improve our delivery, we perform internal audits within the areas of quality, environment, health & safety, food safety, security and risk management at our units on a regular basis. The audits supporting our continuous improvement work within our operation, are performed

by Sodexo employees and all sorts of services within Sodexo various segments are examined.

The task of our internal auditors is to support and help the development of the operation, and simultaneously they work as a link between the operations and other support functions within the company.

Self-monitoring, internal audits, comments from customers and information from the daily work helps us to continuously improve our delivery. •

SODEXO CSR REPORT 2017

“We streamline and improve our work within environment, quality and safety through a common Nordic management system which includes the areas of environment, quality and safety in Sweden, Norway, Denmark and Finland. We plan to certify this according to respective standard in 2018”.

ENVIRONMENT FOCUS AREAS • • • •

Reduce food waste Reduce the climateimpact from a cut portion Reduce the use of chemicals Increase the amount of renewable fuel for our transports

Sodexo in Sweden is certified according to ISO 14001 since 2000 and ISO 9001 since 2012.

”It is important that we fulfill the requirements and expectations of our customers. We must know the contracts that exists at our units and fulfill what is agreed. No more, no less. If we manage to do that, we live up to what we have agreed when we signed the agreements, and we have a good base for creating long and trustful cooperations with the customers”.

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Making a difference with reduced food waste ”We can reduce the food waste both in the schools and at home by increasing the awareness and knowledge about food waste, highlighting the ”take advantage of thinking” and performing different activities and actions”.

W

e want to contribute to a more sustainable planet, and in our school restaurants we can do it by reducing the food waste. In mid-February the campaign “Stoppa matsvinnet” (Stop the food waste) was launched. Its purpose was to inspire our employees, students and educators in the schools to work more actively in order to reduce the food waste – together we can make a difference.

COOPERATION REDUCES THE FOOD WASTE At Sodexo´s school restaurants we work on a daily basis to minimize the food waste by measuring, reporting and following up the waste. During 2017 we decided we wanted to take the commitment for food waste to a completely new level. The objective with the campaign Stoppa matsvinnet was that both our

employees, students and educators in the schools, shall work more actively and purposefully in order to reduce the food waste in the future. By increasing the awareness and the knowledge of waste, highlighting the “take advantage of thinking”, performing different activities and actions we can contribute to reducing the food waste both in the schools and at home.

- I am very proud of our food waste work in the schools. It is very close to my heart and I have been involved since the work began in earnest in 2013. But now we must start working more actively together with our restaurant guests. We all benefit from reducing the food waste and our cooperation can lead to fantastic results, which benefit all of us in terms of reduced costs, significant environmental effects, reduced work burden and better working environment, Karin Vierma, Segment Director Schools & Universities, says.

In March Råby school in Nyköping won the contest “Matsvinnsduellen” (Food waste duel) after reducing their food waste with:

67,8

%

They received a diploma during Restkampen in Nyköping on the 28th of April.

CAMPAIGN FOR DEDICATION AND INSPIRATION Close to 200 employees in our school kitchens were introduced to the campaign set up during campaign kickoffs in Kista and Nyköping in January. The campaign materials were presented during special mini exhibitions and the kickoff particpants also had the possibility to taste various goodies made according to our recipes for left over food.

The purpose with the recipes is to take advantage of raw materials that would otherwise be thrown away due to blemishes. For example you can use the spotted banana to bake a really delicious banana cake, or the dry piece of bread to make crispy croutons.

Johan Lundberg from the company Grace Organic was also present to inform about their customized products and services, which supports prevention of food waste. •

Our employees thrived at the kickoff for the campaign Stoppa matsvinnet in Kista in the beginning of January.

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Saving food with Karma We can save good food from being thrown away with the support from Karma. Karma´s business idea is to offer restaurants, cafés and bakeries to sell leftover food to a reduced price. Sodexo´s cooperation with Karma started on a small scale during the autumn 2017 and several of our assignments within food will join the app in the future.

I

t is almost impossible for operations within the restaurant industry to make exact forecasts, when it comes to calculating how much food will be consumed during a lunch or dinner service. Incorrect forecasts lead to over production of food, which most often ends up in the trash. We can save food by offering environmental friendly customers to buy leftover food as takeaway at half price through the app Karma.

Lyckholms restaurant & conference and Akademikrogen at the Linné university in Gothenburg joined Karma in October 2017. When the lunch service of the day is coming to an end, the chefs make an estimation of what can be sold. After that they log into the Karma app to inform how many portions there are for sale, what the dishes are and what they cost. The food is ordered and payed directly through the app, and then it is retrieved on-site by the buyer during a specified time. •

SODEXO CSR REPORT 2017

About Karma

- I recommend everyone who has the possibility to start up a cooperation with Karma. We save approximately 5-6 portions good food every day by using the app. That becomes many portions a year, considering that our restaurant is open 240 days per year, Peter Numerius, Unit Manager at Lyckholms restaurant & conference says.

• Karma was founded in Stockholm in November 2016.

• Karma´s vision is to stop the food waste and to prevent unnecessary exploitation of our planet.

• Karma´s business idea is to offer restaurants, cafés and bakeries to sell their leftover food through Karma´s app as takeaway at half original prize.

• At present Karma operates in Sweden and the United Kingdom.

• Karma has more than 1 000 connected food actors and over 250 000 app users.

• Read more about Karma on www.karmalife.se

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Annika Viklund is Diversity Manager 2017 The newly established award ”Diversity Manager of the Year” is awarded to a leader who has challenged norms and promotes diversity in a broad sense at his or hers workplace.

W

e are convinced that our strategic work within diversity has contributed to the success of the company. We have explained this on different occasions during the year. In order to highlight these issues even further, we established the award “Diversity Manager of the Year” in cooperation with the Business Magazine Chef.

The purpose of the award is to highlight good examples of managers, who in their leadership have worked purposefully and strategically according to the company´s value base, in order to promote diversity in a broad sense at their work place and have challenged norms.

By sharing experiences and acknowledging good examples the knowledge about the meaning of diversity for individuals, companies and society increases. Together we can strengthen the competitiveness in Sweden by making use of all the competence and by building more

prosperous companies and work places.

Annika Viklund, Senior Vice President and responsible for the powerline operation at Vattenfall Group, was the first to receive the award. She is also appointed to lead the diversity and inclusion work within the Group.

She has purposefully increased the amount of female leaders and contributed to that the management group 2017 is equal and includes three different nationalities. •

CRITERIAS ”DIVERSITY MANAGER OF THE YEAR” The prize winner has worked actively and strategically for the equal value of all people during the past three years. This means that everyone is treated equally regardless age, gender, ethnicity or cultural background, religion, disabilities and/or sexual orientation.

The prize winner can show how the active diversity work has been integrated into the company´s/organization´s overall and longterm plans. The prize winner can show that the diversity and inclusion work has contributed to the company´s strategic goals and/ or profitability.

The prize winners’ diversity and inclusion work has made a difference for the employees at the workplace and for the operation.

MOTIVATION OF THE JURY “A bang boom-person who has achieved concrete change in an engineer driven complex and international and male dominated industry. Role model and ambassador within and outside the organization in which she operates, and she mirrors the society internally within the company.

She is far from a “one thing person” and powers all issues at the same time. She lives according to the motto ´Differences enriches – it is not always easier but it always becomes better´.

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Sodexo Dalvägen 22 Arenastaden Po Box 3072 SE-169 03 Solna info.se@sodexo.com www.sodexo.se

SODEXO CSR REPORT 2017